A Project Report

on

“STUDY OF RECRUITMENT AND SELECTION

PROCESS
AT
ETHOS HR MANAGEMENT & PROJECT PVT.
LTD”

Submitted By:
Krishna Rajeshbhai Nandoliya
Roll No. : 13

In fulfilment for the award

Of
POST DIPLOMA IN
HUMAN RESOURCE MANAGEMENT

Mahatma Gandhi Labor Institute, Ahmedabad

2018-19
 Acknowledgement

I take this opportunity to express my profound gratitude and deep regards to the Director and
faculties of MAHATMA GANDHI LABOR INSTITUTE STUDIES for their exemplary
guidance, monitoring and encourage through the course of PGDHRM. The blessing, help and
guidance given by them in journey of life on which I am about to embark.

I am also thankful and acknowledged to Mrs. SNIGDHA SINGH –GUIDE PERSON for
his cordial support, valuable information and guidance, which helped me in completing this
task through various stages.

I would extend my heartfelt gratitude to my faculty mentor PROF. MISHA VYAS who
guided me throughout the project and gave me valuable suggestions, moral support and
encouragement.
 STUDENT’S DECLARATION

I KRISHNA NANDOLIYA hereby declare that the project report entitled ―“A Study on Recruitment ,
Selection & Payroll” under the guidance of Mrs. SNIGDHA SINGH submitted in partial fulfillment of the
requirements for award of the degree of Post graduate Diploma in Human Resource Management,
Ahmadabad is our original work – research study – carried out during , and not submitted for the award
of any other degree or other similar titles or prizes to any other institution/organization or university by
any other person.

PLACE :- AHMEDABAD (KRISHNA NANDOLIYA)

DATE :- 18TH JUNE 2019

Institute’s Certificate
`

Certificate from the Organization

CONTENT

Title Page

Acknowledgement

Declaration by the Student

Certificate from the Institute

Certificate from the Organization

Index

Executive summary

Chapter – I Introduction

Chapter- II: Company Profile

Chapter III: Industry Profile

Chapter-IV: Objectives of the study

Chapter-V: Research Methodology and Data Analysis

Chapter-VI: Recruitment

Chapter-VII: Finding & Conclusions

 Executive summary

The human resources are the most important assets of an organization. The success or failure
of an organization is largely dependent on the caliber of the people working therein. Without
positive & creative contributions from people, organizations cannot progress and prosper in
order to achieve the goal or the activity of an Organization. Therefore, they need to recruit
people with requisite skills, qualification and experience. While doing so, they have to keep
the present as well as the future requirements of the organizations in mind.

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”

In order to attract people for the jobs, the organization must communicate the position in such
a way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out.

The term “HR recruiter” may sound redundant, as both human resource management &
recruiters both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes only by actively soliciting individuals qualified for
positions. A recruiter’s job includes reviewing candidate’s job experiences, negotiating
salaries, and placing candidate in agreeable employment positions. Recruiters typically
receive a fee from the hiring employees.

The word ‘recruitment’ has many meaning and plays an important role. Employees leave the
organization in search of greener pastures- some retire some die in saddle. The most
important thing is that enterprise grows, diversifies, and takes over other units-all
necessitating hiring of new men and women. In fact recruitment functions stop only when the
organization ceases to exist. To understand recruitment in simple terms it is understood as
process of searching for obtaining applications of job from among from which the right
people can be selected.

To define recruitment we can define it formally as it is a process of finding and attracting

capable applicants for employment. The process begins when new recruit are sought and ends
when their application are submitted. The result is a pool of applicants from which new
employees are selected. Theoretically, recruitment process is said to end with receipt of
application in practice the activity extends to the screening applicants as to eliminate those
who are not qualified for job.

In this report, we will getting idea about the recruitment industry, about the companies,
problems faces during the recruitment process, full cycle of recruitment and analyzed data
which pretend the scenario and ratios of the recruitment.
 Chapter : 1

Introduction
Chapter: 1
Introduction

1.1 WHAT IS HUMAN RESOURCE MANAGEMENT?

 MEANING

Human resource management (HRM or HR) is the strategic approach to the effective
management of people in an organization so that they help the business to gain a competitive
advantage. It is designed to maximize employee performance in service of an employer's
strategic objectives. HR is primarily concerned with the management of people within
organizations, focusing on policies and on systems. HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and development,
performance appraisal, and Reward management (e.g., managing pay and benefit systems).
HR also concerns itself with organizational change and industrial relations, that is, the
balancing of organizational practices with requirements arising from collective bargaining
and from governmental laws.

1.2 WHAT IS HUMAN RESOURCE?

 MEANING

Human resources are the people who make up the workforce of an organization, business
sector, or economy. "Human capital" is sometimes used synonymously with "human
resources", although human capital typically refers to a narrower effect (i.e., the knowledge
the individuals embody and economic growth). Likewise, other terms sometimes used
include manpower, talent, labor, personnel, or simply people.

A human-resources department (HR department) of an organization performs human resource

management, overseeing various aspects of employment, such as compliance with labor law
and employment standards, administration of employee benefits, and some aspects of
recruitment
1.3 HR RESPONSIBILITY

Human resource managers are in charge of many duties pertaining to their job. The duties
include planning, recruitment and selection process, posting job ads, evaluating the
performance of employees, organizing resumes and job applications, scheduling interviews
and assisting in the process and ensuring background checks. Another job is payroll and
benefits administration which deals with ensuring vacation and sick time are accounted for,
reviewing payroll, and participating in benefits tasks, like claim resolutions, reconciling
benefit statements, and approving invoices for payment. HR also coordinates employee
relations activities and programs including but not limited to employee counseling. The last
job is regular maintenance, this job makes sure that the current HR files and databases are up
to date, maintaining employee benefits and employment status and performing
payroll/benefit-related reconciliations. In May 2014, the U.S. Department of Labor stated that
human resource assistants earn about $38,040 annually and human resource managers earn
about $104,440 annually.

1.4 HR PROCESSES

"Human resource management (HRM, or simply HR) is the management process of an

organization's workforce, or human resources. It is responsible for the attraction, selection,
training, assessment, and rewarding of employees, while also overseeing organizational
leadership and culture and ensuring compliance with employment and labor laws.
1.5 INDUSTRY INSIGHTS

The global human resource management (HRM) market size was valued at USD 12. 6 billion
in 2016 and is estimated to witness remarkable growth over the forecast period.
Advancements in the field of Information Technology (IT), coupled with introduction of
predictive analytics in the field of HR processes, are expected to boost market growth.

The evolution of various human resource management (HRM) solutions has enabled
professionals to perform traditional HR activities in a reduced time span. This has
.subsequently allowed them to focus on attracting the right pool of candidates, retaining
human capital, aligning organizational strategies with individual goals, and managing human
resources in a manner that results in organizational growth.

Numerous HR software providers offer solutions on cloud, allowing easy access to data from
virtually any system across the organization. Buyers widely prefer cloud-based systems
owing to flexibility in terms of usage, reduced maintenance charges, and elimination of
installation time and costs.

HRM solutions are increasingly implemented in retail, IT and telecom, healthcare, BFSI, and
academia, among others. Companies find it challenging to recruit suitable employees owing
to the large number of applicants in an industry. Organizations are also adopting HRM
solutions to strategize recruitment employee engagement and as well as ensure proper
internal communication.

1.6 RECRUITMENT

 MEANING

Recruitment is a core function of human resource management. It is a positive process of

searching for prospective employees and stimulating them to apply for the jobs in
organization. When more persons apply for jobs then there will be a scope for recruiting
better person.

The job seekers too, on other hand, are in search of organizations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In
simple words, the term recruitment refers to discovering the source from where potential
employees may be selected. The scientific recruitment process leads to higher productivity,
better wages, high morale, reduction in labor turnover and enhanced reputation. It stimulates
people to apply for jobs; hence it is a positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate manpower resources.
This is the first stage of the process of selection and is completed with placement.

 DEFINITION

According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.”

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase
the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to
be negative because it rejects a good number of those who apply, leaving only the best to be
hired.

In the words of Dale Yoder, Recruitment is the process to “discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilitate effective selection of
an efficient working force.”

Kempner writes, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”

In personnel recruitment, management tries to do far more than merely fill job openings. As a
routine the formula for personnel recruitment would be simple i.e., just fill the job with any
applicant who comes along.

Joseph J. Famularo has said, “However, the act of hiring a man carries with it the
presumption that he will stay with the company-that sooner or later his ability to perform his
work, his capacity for job growth, and his ability to get along to perform his work, his
capacity for job growth, and his ability to get along in the group in which he works will
become matters of first importance”
 HISTORY

The way the recruitment industry runs in this day and age, you wouldn’t think of it as
something that dates back to the 1940s. Its heavy reliance on technology covers the historic
tracks of the growth of recruitment.

Recruitment emerged as a result of WWII. As soldiers were called to war, gaps were created
in the work-place. From here, the employment agency was born and these agencies began
advertising, for those who were not called into military duty, to fill the vacancies left behind
by those who went to war. When the war was over, the recruitment agencies continued to
work to find returning war veterans work, incorporating the new skills they had obtained
from their time away.

By the 1950’s, people were beginning to create resumes that depicted their personal profiles
and skills. During the early days, a consultant’s aim was to satisfy the requirements of the
candidates but in 1970 there was a shift in focus.

As the economy grew, recruiters began to work with clients as these expanding businesses
began to outsource their hiring needs. However, the recruitment industry had a very different
process as modern technology and the internet were yet to exist. The initial main tools of
recruitment consisted of bulletin boards, which led to paid advertisements in the newspapers.
Recruitment was dependent on word-of-mouth and face-to-face applications. As well as this,
storing this information proved a grueling task, as CVs were kept as mass paper files, making
applications difficult to access and sort through.

The invention of the computer lightened the load for recruiters with the arrival of Applicant
Tracking Systems (ATS) and candidate databases which could store and search through
applications much faster and more efficiently, improving the process for recruiters.

The mid-90’s saw the introduction of the World-Wide-Web, which meant recruiters could
pull advertising away from conventional means such as newspapers, and explore a global
world of job advertising and candidates.

This is where the concept of ‘head-hunting’ really took off. Skip ahead a few years and social
networks made the search for strong skill sets that much easier, with networks such as
LinkedIn dedicating themselves to employers and candidates, acting like the online dating
site for jobs; search through your varying choices and find your perfect match with little
effort.

Although newspapers are still used as a means of advertising jobs, with specific pull-outs
dedicated to the job market, the rapid growth of technology means that recruiters can store
applicants and quickly dig them up the second they see a job opening, making the process
faster, more efficient and cost-effective.

The future for recruitment is unpredictable. As social networking and internet-based

resources expand globally and quicker than ever, smaller businesses are able to head-hunt for
themselves and cut out the middle man and avoid the costs of an agency. However, it is the
agencies, such as Opus, that work to supply only the best candidates to clients. Adhering to
the niche sectors and specific requirements associated with a particular role.

 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the
organization itself (like transfer of employees from one department to other, promotions) to
fill a position are known as the internal sources of recruitment. Recruitment candidates from
all the other sources (like outsourcing agencies etc.) are known as the external sources of
recruitment.

Figure: Sources of Recruitment

 Internal Recruitment

Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:

 Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting notices, circulating publications or
announcing at staff meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational qualifications or skill
levels. Promotions has many advantages like it is good public relations, builds morale,
encourages competent individuals who are ambitious, improves the probability of good
selection since information on the individual’s performance is readily available, is cheaper
than going outside to recruit, those chosen internally are familiar with the organization thus
reducing the orientation time and energy and also acts as a training device for developing
middle-level and top-level managers. However, promotions restrict the field of selection
preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in
the organization. Transfers are also important in providing employees with a broad-based
view of the organization, necessary for future promotions.
 Employee referrals
Employees can develop good prospects for their families and friends by acquainting them
with the advantages of a job with the company, furnishing them with introduction and
encouraging them to apply. This is a very effective means as many qualified people can be
reached at a very low cost to the company. The other advantages are that the employees
would bring only those referrals that they feel would be able to fit in the organization based
on their own experience. The organization can be assured of the reliability and the character
of the referrals. In this way, the organization can also fulfil social obligations and create
goodwill.
 Former Employees
These include retired employees who are willing to work on a part-time basis, individuals
who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already known
to the organization and there is no need to find out their past performance and character.
Also, there is no need of an orientation program for them, since they are familiar with the
organization.
 Dependents of deceased employees
Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is
recruited in their place. This is usually an effective way to fulfil social obligation and create
goodwill.
 Recalls
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may de decided to recall that persons after the problem is
solved, his leave may be extended.
 Retirements
At times, management may not find suitable candidates in place of the one who had retired,
after meritorious service. Under the circumstances, management may decide to call retired
managers with new extension.
 Internal notification (advertisement)
Sometimes, management issues an internal notification for the benefit of existing
employees. Most employees know from their own experience about the requirement of the
job and what sort of person the company is looking for. Often employees have friends or
acquaintances who meet these requirements. Suitable persons are appointed at the vacant
posts.
 External Recruitment

External recruitment seeks applicants for positions from sources outside the company. They
have outnumbered the internal methods. The various external sources include:

 Professional or Trade Associations

Many associations provide placement service to its members. It consists of compiling job
seeker’s lists and providing access to members during regional or national conventions. Also,
the publications of these associations carry classified advertisements from employers
interested in recruiting their members. These are particularly useful for attracting highly
educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job
seekers, especially for hard-to-fill technical posts.
 Advertisements
It is a popular method of seeking recruits, as many recruiters prefer advertisements because
of their wide reach. Want ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium but for highly specialized
recruits, advertisements may be placed in professional or business journals. Advertisements
must contain proper information like the job content, working conditions, location of job,
compensation including fringe benefits, job specifications, growth aspects, etc. The
advertisement has to sell the idea that the company and job are perfect for the candidate.
Recruitment advertisements can also serve as corporate advertisements to build company
image. It also cost effective.
 Employment Exchanges
Employment Exchanges have been set up all over the country in deference to the provision
of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act
applies to all industrial establishments having 25 workers or more each. The Act requires all
the industrial establishments to notify the vacancies before they are filled. The major
functions of the exchanges are to increase the pool of possible applicants and to do the
preliminary screening. Thus, employment exchanges act as a link between the employers
and the prospective employees. These offices are particularly useful to in recruiting blue-
collar, white collar and technical workers.
 Campus Recruitments
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies
like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for
global markets. Some companies recruit a given number of candidates from these institutes
every year. Campus recruitment is so much sought after that each college; university
department or institute will have a placement officer to handle recruitment functions.
However, it is often an expensive process, even if recruiting process produces job offers and
acceptances eventually. A majority leave the organization within the first five years of their
employment. Yet, it is a major source of recruitment for prestigious companies.
 Walk-ins, Write-ins and Talk-ins
The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications can
also provide a pool of potential employees to meet future needs. From employees’
viewpoint, walk-ins are preferable as they are free from the hassles associated with other
methods of recruitment. While direct applications are particularly effective in filling entry-
level and unskilled vacancies, some organizations compile pools of potential employees
from direct applications for skilled positions. Write-ins are those who send written
enquiries. These jobseekers are asked to complete application forms for further processing.
Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for
detailed talks. No application is required to be submitted to the recruiter.
 Contractors
They are used to recruit casual workers. The names of the workers are not entered in the
company records and, to this extent; difficulties experienced in maintaining permanent
workers are avoided.
 Consultants
They are in the profession for recruiting and selecting managerial and executive personnel.
They are useful as they have nationwide contacts and lend professionalism to the hiring
process. They also keep prospective employer and employee anonymous. However, the cost
can be a deterrent factor.
 Head Hunters
They are useful in specialized and skilled candidate working in a particular company. An
agent is sent to represent the recruiting company and offer is made to the candidate. This is
a useful source when both the companies involved are in the same field, and the employee is
reluctant to take the offer since he fears, that his company is testing his loyalty.
 Radio, Television and Internet
Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly, and that too, by government
departments only. Companies in the private sector are hesitant to use the media because of
high costs and also because they fear that such advertising will make the companies look
desperate and damage their conservative image. However, there is nothing inherently
desperate about using radio and television. It depends upon what is said and how it is
delivered. Internet is becoming a popular option for recruitment today. There are specialized
sites like naukri.com. Also, websites of companies have a separate section wherein;
aspirants can submit their resumes and applications. This provides a wider reach.
 Competitors
This method is popularly known as “poaching” or “raiding” which involves identifying the
right people in rival companies, offering them better terms and luring them away. For
instance, several executives of HMT left to join Titan Watch Company. There are legal and
ethical issues involved in raiding rival firms for potential candidates. From the legal point of
view, an employee is expected to join a new organization only after obtaining a ‘no
objection certificate’ from his/ her present employer. Violating this requirement shall bind
 the employee to pay a few months’ salary to his/ her present employer as a punishment.
However, there are many ethical issues attached to it.
 Mergers and Acquisitions
When organizations combine, they have a pool of employees, out of whom some may not
be necessary any longer. As a result, the new organization has, in effect, a pool of qualified
job applicants. As a result, new jobs may be created. Both new and old jobs may be readily
staffed by drawing the best-qualified applicants from this employee pool. This method
facilitates the immediate implementation of an organization’s strategic plan. It enables an
organization to pursue a business plan, However, the need to displace employees and to
integrate a large number of them rather quickly into a new organization means that the
personnel-planning and selection process becomes critical more than ever.

 RECRUIMENT PROCESS
As stated earlier, recruitment is the process of location, identifying, and attracting capable
applications for jobs available in an organization.

Accordingly, the recruitment process comprises the following five steps:

 Recruitment Planning

The first involved in the recruitment process is planning. Hire, planning involves to draft a
comprehensive job specification for the vacant position, outline its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special condition, if any,
attached to the job to be filled.

 Strategy Development

Once it is known how many with what qualification of candidates are required, the next step
involved in this regard is to device a suitable strategy for recruitment the candidates in the
organization. The strategic considerations to be considered may include issues like whether to
prepare the required candidates themselves or hire it from outside, what type of recruitment
method to be used, what geographical area be considered, for searching the candidates, which
source of recruitment to be practiced, and what sequence of activities to be followed in
recruiting candidates in the organization.

 Searching

This step involves attracting job seeders to the organization. There are broadly two sources
used to attract candidates. These are:  Internal Sources  External Sources.

 Screening

Through some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reason being the selection process starts only after the
application have been screened and short listed. Let it be exemplified with an example. In the
Universities, application is invited for filling the post of Professors. Application received in
respond to invitation, i.e. advertisement are screened and short listed on the basis of
eligibility and suitability. Then, only the screened applicant are invited for seminar
presentation and personal interview. The selection process starts from here, i.e., seminar
presentation or interview. Job specification is invaluable n screening. Applications are
screened against the qualification, knowledge, skills, abilities, interest and experience
mentioned in the job specification. Those who do not qualify are straightway eliminated from
the selection process. The techniques used for screening candidates are varying depending on
the source of supply and method used for recruiting. Preliminary applications, de-selections
tests and screening interviews are common techniques used for screening the candidates.

 Evaluation and control

Given the considerable involved in the recruitment process, its evaluation and control is,
therefore, imperative.

The costs generally incurred in a recruitment process include:

• Salary of recruiters

• Cost of time spent for preparing job analysis, advertisement, etc.

• Administrative expenses
• Cost of outsourcing or overtime while vacancies remain unfilled

• Cost incurred in recruiting unsuitable candidates. In view of above, it is necessary for a

prudent employed to try answering certain questions like:

• Whether the recruitment methods are appropriate and valid?

• Whether the recruitment process followed in the organization is effective at all or not?
 Chapter: 2
Company Profile
Chapter 2:
Company Profile
2.1 COMPANY INTRODUCTION

“AN ATTITUDE TO RICH TO AN ALTITUDE”

 Ethos was incorporated in 2002 with a commitment to provide appropriate solutions

to clients in the areas of Recruitment and Human Resources Consultancy. Their
methods are practical, innovative and productive and they are proud achievers of
providing personalized solutions to our customers. Their management team has over a
decade of Industry experience, ready for you to take advantage. They provide
recruitment solutions to across the industries:

 The core team of Ethos comprises some of the industry’s most experienced
professionals known for their path breaking innovations in recruitment and staffing
processes.

 In business, people are the greatest asset. Behind every great vision, great brand and
great service are the numerous individuals who deliver on the promise. Ethos is
dedicated to providing the human resources support that helps businesses achieve
their vision. They have great pleasure in introducing their selves as the Leading HR
Hub in the IT, Engineering, Construction, Real estate, Pharmaceutical, BFSI,
Telecom, FMCG, Services, Consultancy & across the domain.

 The aim to provide value to employers and jobseekers in the recruitment process with
an in-depth understanding of their needs. In this dynamic environment and
competitive market place, organizations need an edge over others in all the aspects of
business including the selection of their future human resources to maintain the
 competitive edge. They strive to provide quality manpower thereby driving down the
organization’s huge overheads and induce working Environment with minimum cost.

 The keys to their philosophy are: integrity, confidentiality and thoroughness, which
have allowed us to cultivate long-term relationships with our clients. Their
professionals are dedicated to providing timely, objective and goal-oriented service on
behalf of manufacturing organizations, & service sector.

 Specialties: Talent Acquisition, Talent Engagement, Talent Development and Talent

Deployment & Outsourcing.


 ETHOS HR MANAGEMENT & PROJECTS PVT.LTD.

2.2 ABOUT ETHOS

Ethos HR Management & Projects Pvt. Ltd.is basically an effort to create value in talent
management domains and business consulting services. ETHOS specializes in talent
acquisition, deployment & outsourcing, corporate learning & development to name a few.
ETHOS also caters to the organization consulting space primarily servicing the industry
through business process improvement, managerial outsourcing and other organizational
development interventions. ETHOS are connected to companies PAN India and Overseas
helping them source best solutions to their intellectual & resourcing needs for both their
onsite / offshore requirements.

The main and only concern for ETHOS is Human Resources. Since 2002, ETHOS has been
successfully on the way to reach this goal. Today the company has its remarkable presence in
various industries like Information Technology, Pharmaceuticals, Engineering, Capital
Goods, Chemicals, Agro Chemicals, Petrochemicals, Oil & Gas, Biotechnology, Power,
Infrastructure, Banking, Financials, Services, FMCG, Textiles, Logistics, Telecom,
Education, etc.

Further accentuating ethos presence in the enterprise restructuring area ETHOS now deliver
critical competitive advantage packages to small and medium enterprises for business process
improvements and organizational excellence.
2.4 WHAT ETHOSS DO?

Services of Ethos
1. Talent Acquisition
2. Learning & Development
3. Talent Deployment & Outsourcing
4. Business Improvement Process
5. Recruitment Process Outsourcing
6. Contractual Staffing
7. Employment Background Verification
1. Talent Acquisition

Ethos strives to make sure their services are dedicated to support HR solution. Our in-house
research and recruiting capabilities are extensive. Ethos follow the best systems & processes
in the recruitment industry, and so have the ability to serve their clients the relevant & quality
profiles with a minimum lead-time. Ethos are committed for the accurate search & selection
of professionals with the help of highly trained search team, widely spread network as well as
existing database of skilled and experienced professionals.

Ethos specializes in Executive Search/ Middle management/ Board Member & CXO Search.
In addition, Ethos has expertise in Mass Hiring or Team Hiring within a speculated time and
Ethos take these assignments on a specific & reasonable term unlike general requisitions. For
an excellent output in the client side Ethos follow a robust internal process which is time
tested and which intertwines the recruiters, leads and directors. Ethos concentrate on research
methods, client confidentiality, documentation, strict timelines, reporting and follow up
process, constant service feedback. Ethos team includes experienced consultants, who work
across the key industry segments and functions to deliver the executive search service.
Whether you are a startup, a mid-market firm looking to expand your Board, or a Fortune 500
company working on your succession plan, we stand by to partner with you.

 Ethos Differentiation: Unlike our generalist competitors, Ethos choose to specialize - in

industries and applications that are highly information-intensive and such increasingly
 challenging areas as HR consulting and executive search along with their specialization in
IT recruitment.
 Presence across Industries & Locations: Ethos clients are spread across India in
different segments including Information Technology, Pharmaceuticals, Engineering,
Manufacturing, Steel, Cement, FMCG, Finance, Banking, Insurance, Stock Broking,
Textile, Services and Retail etc.
 Leadership: They see Ethos as a leader too - often as the biggest "specialist" company,
more often as leading consulting thinking and setting the standard in business values and
service delivery.
 Secret of our success: We are sure that with our experience and expertise in the field of
recruitment & training, we together can accomplish optimum productivity commitment of
your employees to achieve the goal of organization.

2. Learning & Development

What happens if we train our people and they leave? …. Wrong question! According to
Zig Ziglar, you should be asking what happens if we don’t train our people, and they
stay?

Ethos employs a suite of interventions to enhance & develop general and professional skills
of all their client’s employees which aim for betterment of basic knowledge and competency
skills. All programs are delivered by well-qualified and renowned training professionals
having rich experience in organizational learning and development. Ethos offer various
business improvement packages which are based on diagnostics studies of client model and
business environment. Ethos learning and development processes are exhaustive in nature
which takes care of all skill gaps, future learning and implementing change management at
their client side.

The entire L & D delivery model performed at 5 levels across the organizational hierarchy
with specific modes at each level.
Process: The above process is delivered through a set of critical methodologies like Self
Reflection, Action Therapy, Dramatics, Case Studies & Role Plays to increase the retention
level at the trainee’s end.

Ethos undertakes a range of modules in learning & development across levels, out of those,
few of the key modules are:

Techno Management Modules : Executive Coaching Modules:

 Quality & Process Complianc e  Leadership Development

 Preventative Maintenance  Train the Trainer (TTT)
 C o s t E f f e c t i v e n e s s  C h a n g e M a n a g e m e n t
 Supply Chain & Logistics / Inventory Management  P r o j e c t M a n a g e m e n t
 Production Planning & Control (PPC)  Managerial-Effectiveness Program
 Six Sigma Applications  C o a c h i n g & M e n t o r i n g
 B u s i n e s s Ex c e l l e n c e  Vision & Mission Exercise for Senior -Management Group
 T h i n k i n g S t r a t e g y
 Neuro Linguistic Programmin g

S o f t S k i l l s / B e h a v i o r a l M o d u l e s :
 M a g i c o f T e a m s
 C r e a t i n g R i g h t A t t i t u d e
 M o t i v a t i o n
 M a n a g i n g S t r e s s
 P r o b l e m S o l v i n g & D e c i s i o n M a k i n g S k i l l s
 C r e a t i v i t y a n d O u t o f B o x T h i n k i n g
 E f f e c t i v e T i m e M a n a g e m e n t
 C o m m u n i c a t i o n s
 I n t e r p e r s o n a l S k i l l s
 P r e s e n t a t i o n S k i l l s
 C R M
 B u s i n e s s E t i q u e t t e s
 T r a n s a c t i o n a l A n a l y s i s
 S e l f - A w a r e n e s s

3. Talent Deployment & Outsourcing

Ethos tries to take care of all life cycle needs of the company for manpower augmentation in
various modes related to continuous or seasonal nature by providing administrative, technical
or project based professionals wide an outsourced model. Ethos offer strategic outsourcing
solutions that give you intellectual capital which may not-be-available-in-house.

Ethos helps organizations focus on their core HR activities by also handling all backend
process in an efficient and time-bound manner. Ethos helps companies with access to the
same economies of scale, efficiency and expertise that otherwise would be-quite-resource-
intensive.
Our services range from but are not limited to:

 Consultation for designing and implementing system and sub-systems for HR

 HR Process outsourcing [deputation of HR resource from our side]
 Payroll processing
 Support for labor and other employee related license and approval.
 Designing and rolling out formal induction process for the new incumbents and shop floor
team in regional or national language
 Designing and putting in place the entire boarding and relocation plan for recruitment of
entire operation team.
4. Business Improvement Processes

As the Business world tries to steer the present challenges, many of the management
practices will undergo changes in the days ahead. The biggest challenge today is to achieve
the strategic intent of the business, provide organizational scalability & sustained growth
through optimized resources-manpower and material. Ethos need to make their work force
more engaged, enjoy what they do and draw motivation from their achievement. Performance
parameters need to more align to key outcome.

Their output needs to meet higher level quality. Ethos should set objective without draining
their self or burning out their talent pool. Ethos need to understand that it’s not quantum but
quality of their focus on the on the key areas that will give us the desired results. Quantum
can in the short run give us a level of output though higher than the previous level and in line
with their business target but not near the possible potential and perhaps on target but with a
cost. Thus, many a times the approach is not sustainable.

BIP Interventions are the suite of actions deployed for organization optimization on all
departmental fronts from Strategy to Audit covering HR, Finance, Marketing, IT, Quality,
Projects, Audit, Administration, Logistics etc., therefore delivering a total package of
Business Process Improvement and Organizational Excellence. The interventions focus on
creating a competitive organization structure with departmental design definitions, Job
descriptions, employee assessment, competency analysis, compensation & benefits
restructuring, designing performance management systems as well as performance linked
Incentive systems.

Intrinsic business processes changes & culture and environmental Change creation &
management also form part of the BIP suit.
Their approach to Organizational Restructuring

5. Recruitment Process Outsourcing (RPO)

Recruitment process outsourcing has become a favored option of both small and big business
entities in solving their recruitment concerns, because RPO providers like Ethos provide both
economics of scale and economics of scope. However, at Ethos, Ethos believe in something
more – the economics of ethics and experience.

Strict compliance and adherence to client instructions cuts down on costs of non-compliance
and also achieves better service levels, because regulation compliance usually results in better
work. At Ethos we observe this economics of ethics when providing recruitment process
outsourcing solutions for our clients. And we do it without sacrificing either on the
economics of scale or scope.

At Ethos, accept parts of a client’s recruitment process, or all of its recruitment activities.
Ethos helps businesses reduce their response time to human resources needs as well as
providing sophisticated staffing methods and reporting. Outsourcing your recruitment
processes to Ethos would help you reduce costs and understand and measure your recruitment
strategy.

Ethos work with you to build strategies for your recruitment activities and diligently follow
your instructions guaranteed compliance. Their experts help you to create a corporate staffing
strategy to ensure the best results.

Ethos understands the impermanence of employer-employee relationships and the need for
retention of desirable candidates. Ethos also understands your need to maintain certain
functions in line with your employer brand. When you outsource your recruitment processes
to Ethos you have higher quality in recruitment and can free your own core resources to
employ them to your core business activities.

Ultimately, its care and consistency that works in RPO to make things truly cost and quality
effective, and at Ethos, Ethos understand that perfectly.

6. Contractual Staffing

At Ethos they have established relationships professionals to come up with solutions to your
contractual staffing or temporary staffing needs. In fast moving markets, organizational
entities from banks to trading businesses and from IT companies to energy concerns have
need for temporary staffing or contingent work.

Ethos helps you to find the best temporary or contractual staffing solutions without spending
a fortune. Ethos understands contingent work needs of companies, and that people with
certain skill sets may not always fit the company’s payroll.
Contractual staffing helps to protect an employer brand as well as needs when the staff is on
the payroll of a third party, but comes in to work on being lent by the staffing company. It is a
much better and cost-effective solution than hiring and firing for temporary needs.

In contractual staffing, either Ethos directly provide the contractual staff or tie up their clients
with suitable staffing providers from whom they screen and select candidates to work for
their clients. Contractual staffing is a win-win in many situations – from arranging trade
shows to hiring a fleet of programmers on short notice. It adds flexibility to business
operations and helps call on expertise as and when required.

Ethos has standard formats of Client Service Agreements and our experts are held in the
highest esteem by staffing companies. Their reputation and service provides us access to the
candidate databases of staffing companies and employ selection procedures beneficial for
their clients.

After understanding client priorities in contractual staffing, Ethos identifies and hire
according to client specifications and maintain HR, Admin and regulatory compliance
required by the client.

In a market that is sure to change, contractual staffing by Ethos is your guarantee of business
resilience when it comes to human resources.

7. Employment Background Verification

Employment check

Education check

Reference check

Credentials check

Address check

Identity check

Criminal check

Drug check

2.4 VISION & MISSION

 Vision

To be the catalyst of innovative change and long-term business growth for clients
 Values

E – Eager to go beyond limits and establish benchmarks of quality services

T – Transparency promoted as the highest value in relationships with clients and associates
H – Harmony in workplace relationships and in relationships with clients, vendors and peers
O – Originality in client solutions and out-of-the-box thinking promoted to drive business-
through-innovations
S – Speed and swiftness in providing right solutions at the right time

Mission

To build a value chain for all our clients delivering talent, learning & advisory solution with a
pledge to keep it simple, informative and useful throughout their joint business life.

ANCHORS OF ETHOS:

 Hardik Shukla (CEO)

 Sunil Nair (Director)
 Maharshi Bhatt (SBU Head –IT/ Non IT& BFSI)
 Chapter: 3
BFSI
IndustryProfile
Chapter: 3
BFSI Industry Profile
3.1 Introduction of Banking in India

 Banking in India, in the modern sense, originated in the last decades of the 18th century.
 Among the first banks were the Bank of Hindustan, which was established in 1770 and
liquidated in 1829–32; and the General Bank of India, established in 1786 but failed in
1791The largest bank, and the oldest still in existence, is the State Bank of India (S.B.I).
 It originated as the Bank of Calcutta in June 1806. In 1809, it was renamed as the Bank of
Bengal. This was one of the three banks funded by a presidency government, the other
two were the Bank of Bombay in 1840 and the Bank of Madras in 1843.
 The three banks were merged in 1921 to form the Imperial Bank of India, which upon
India's independence, became the State Bank of India in 1955.
 For many years the presidency banks had acted as quasi-central banks, as did their
successors, until the Reserve Bank of India was established in 1935, under the Reserve
Bank of India Act, 1934.
 In 1960, the State Banks of India was given control of eight state-associated banks under
the State Bank of India (Subsidiary Banks) Act, 1959.
 These are now called its associate banks. In 1969 the Indian government nationalised 14
major private banks, one of the big bank was Bank of India. In 1980, 6 more private
banks were nationalized.
 These nationalized banks are the majority of lenders in the Indian economy. They
dominate the banking sector because of their large size and widespread networks.
 The Indian banking sector is broadly classified into scheduled banks and non-scheduled
banks. The scheduled banks are those included under the 2nd Schedule of the Reserve
Bank of India Act, 1934.
 The scheduled banks are further classified into: nationalized banks; State Bank of India
and its associates; Regional Rural Banks (RRBs); foreign banks; and other Indian private
sector banks.
 The term commercial banks refer to both scheduled and non-scheduled commercial banks
regulated under the Banking Regulation Act, 1949.
 Generally banking in India is fairly mature in terms of supply, product range and reach-
even though reach in rural India and to the poor still remains a challenge.
 The government has developed initiatives to address this through the State Bank of India
expanding its branch network and through the National Bank for Agriculture and Rural
Development (NABARD) with facilities like microfinance.
 Banking Services

RETAIL BANKING BUSINESS BANKING

SERVICE SERVICE

 Saving account
 Money market
 Current Accounts
account
 Business Loan
 Individual
 Capital raising
retirement
account(IRA) (Equity/Debt/Hybrid)
 Certificate of
Deposit  Project finance
 Debit Card  Revolving
 Credit Card Credit
 Mortgage  Long term loan
 Mutual Fund  Cash
 Personal Loan Management
 Time deposit Service
 ATM Card
3.2 History of The Bank
The first bank in India, though conservative, was established in 1786. From 1786 till today,
the journey of
Indian Banking System can be segregated into three distinct phases. They are as mentioned
below:
 PHASE I - Early phase from 1786 to 1969 of Indian Banks
 PHASE II - Nationalization of Indian Banks and up to 1991
 PHASE III - Indian Financial & Banking Sector Reforms after 1991.
PHASE I: The General Bank of India was set up in the year 1786. Next came Bank of
Hindustan
and Bengal Bank.
The East India Company established
Bank of Bengal (1809), Bank of Bombay(1840) and Bank of Madras (1843) as
independent
units and called it Presidency Banks.
These three banks were amalgamated in 1920 and Imperial Bank of India was established
which
started as private shareholders banks, mostly Europeans shareholders. During the first phase
the growth
was very slow and banks also experienced periodic failures between 1913 and 1948. There
were approximately
International Journal of Applied Business and Economic Research 72
Hari G. Krishna and N. Maithreyi
1100 banks, mostly small. To streamline the functioning and activities of commercial banks,
the Government
of India came up with The Banking Companies Act, 1949 which was later changed to
Banking Regulation
Act 1949 as per amending Act of 1965 (Act No.23 of 1965). Reserve Bank of India was
vested with
extensive powers for the supervision of banking in India as the Central Banking Authority.
During those
day’s public has lesser confidence in the banks. As an aftermath deposit mobilization was
slow. Abreast of
it the savings bank facility provided by the Postal department was comparatively safer.
Moreover, funds
were largely given to the traders.
PHASE II: Government took major steps in this Indian Banking Sector Reform after
independence.
In 1955, it nationalized Imperial Bank of India with extensive banking facilities on a large
scale especially
in rural and semi-urban areas. Second phase of nationalization Indian Banking Sector Reform
was carried
out in 1980 with seven more banks. This step brought 80% of the banking segment in India
under
Government ownership.
The following are the steps taken by the Government of India to Regulate Banking
Institutions in the
Country:
• 1949: Enactment of Banking Regulation Act.
• 1955: Nationalization of State Bank of India.
• 1959: Nationalization of SBI subsidiaries.
• 1961: Insurance cover extended to deposits.
• 1969: Nationalization of 14 major banks.
• 1971: Creation of credit guarantee corporation.
• 1975: Creation of regional rural banks.
• 1980: Nationalization of seven banks with deposits over 200 crores.
After the nationalization of banks, the branches of the public sector bank India raised to
approximately
800% in deposits and advances took a huge jump by 11,000%.Banking in the sunshine of
Government
ownership gave the public implicit faith and immense confidence about the sustainability of
these institutions.
PHASE III: This phase has introduced many more products and facilities in the banking
sector in its
reforms measure. In 1991, under the chairmanship of M Narasimham, a committee was set up
by his name
which worked for the liberalization of banking practices.
The country is flooded with foreign banks and their ATM stations. Efforts are being put to
give a
satisfactory service to customers. Phone banking and net banking is introduced. The entire
system became
more convenient and swift. The financial system of India has shown a great deal of resilience.
It is sheltered
from any crisis triggered by any external macroeconomics shock as other East Asian
Countries suffered.
This is all due to a flexible exchange rate regime, the Foreign Reserves are high, the capital
account is not
yet fully convertible, and banks and their customers have limited foreign exchange exposure.

3.3What is a Bank?

A bank is financial institution licensed to receive deposits and make loans.

Banks may also provides financial services, such as wealth management, currency exchange
and safe deposit boxes.
3.4 Types of Bank
3.5Current Scenario of Banking Sector
 The Indian banking system consists of 27 public sector banks, 21 private sector banks,
49 foreign banks, 56 regional rural banks, 1,562 urban cooperative banks and 94,384
rural cooperative banks, in addition to cooperative credit institutions.
 As of Q1 FY19, total credit extended by commercial banks surged to Rs 86,976.2
billion (US$ 1,297.4 billion) and deposits grew to Rs 115,070.3 billion (US$ 1,716.4
billion).
 Indian banks are increasingly focusing on adopting integrated approach to risk
management. Banks have already embraced the international banking supervision
accord of Basel II, and majority of the banks already meet capital requirements of
Basel III, which has a deadline of 31 March 2019.
 Reserve Bank of India (RBI) has decided to set up Public Credit Registry (PCR) an
extensive database of credit information which is accessible to all stakeholders. The
Insolvency and Bankruptcy Code (Amendment) Ordinance, 2017 Bill has been passed
and is expected to strengthen the banking sector.
 Credit off-take has been surging ahead over the past decade, aided by strong economic
growth, rising disposable incomes, increasing consumerism & easier access to credit.
 During FY07-18, credit off-take grew at a CAGR of 11%. As of Q1 FY19, total credit
extended surged to Rs 86,976 billion (US$ 1,297.4 billion).
 Demand has grown for both corporate & retail loans; particularly the services, real
estate, consumer durables & agriculture allied sectors have led the growth in credit.
 Total banking sector assets (including public and private sector banks) have increased
at a CAGR of 6% to US$ 2.2 trillion during FY13–18. FY13-18 saw growth in assets
of banks across sectors.

 Currently there are following 19 nationalised banks in India as per the RBI website.

N o . N a m e
1 A l l a h a b a d B a n k
2 A n d h r a B a n k
3 B a n k o f B a r o d a
4 B a n k o f I n d i a
5 B a n k o f M a h a r a s h t r a
6 C a n a r a B a n k
7 C e n t r a l B a n k o f I n d i a
8 C o r p o r a t i o n B a n k
9 D e n a B a n k
1 0 I n d i a n B a n k
1 1 I n d i a n O v e r s e a s B a n k
1 2 O r i e n t a l B a n k o f C o m m e r c e
1 3 P u n j a b & S i n d B a n k
1 4 P u n j a b N a t i o n a l B a n k
1 5 S y n d i c a t e B a n k

N o . N a m e
1 6 U C O B a n k
1 7 Union Bank of Ind i a
1 8 United Bank of Ind ia
1 9 V i j a y a B a n k

 List of the old private sector banks in India.

N o . N a m e Year Established

1 C i t y U n i o n B a n k 1 9 0 4
2 K a r u r V y s y a B a n k 1 9 1 6
3 C a t h o l i c S y r i a n B a n k 1 9 2 0
4 T a m i l n a d M e r c a n t i l e B a n k 1 9 2 1
5 Nainital Bank (Wholly owned subsidiary of Bank Of Baroda) 1 9 2 2
6 K a r n a t a k a B a n k 1 9 2 4
7 L a k s h m i V i l a s B a n k 1 9 2 6
8 D h a n l a x m i B a n k 1 9 2 7
9 S o u t h I n d i a n B a n k 1 9 2 9
1 0 F e d e r a l B a n k 1 9 3 1
1 1 J a m m u a n d K a s h m i r B a n k 1 9 3 8
1 2 R B L B a n k 1 9 4 3

 List of the new private sector banks in India.

N o . N a m e Year established

1 I D B I B a n k 1 9 6 4
2 I C I C I B a n k 1 9 9 4
3 A x i s B a n k 1 9 9 3
4 H D F C B a n k 1 9 9 4
5 I n d u s I n d B a n k 1 9 9 4
6 K o t a k M a h i n d r a B a n k 2 0 0 1
7 Y e s B a n k 2 0 0 4
8 I D F C B a n k 2 0 1 5
 9 B a n d h a n B a n k 2 0 1 5
1 0 D C B B a n k 1 9 3 0
 Top 10 Retail banks of India.

N o . N a m e
1 H D F C B a n k
2 S t a t e b a n k o f I n d i a
3 IC IC I B a n k Li m i t e d
4 A x i s B a n k
5 Kotak Mahindra Bank
6 I n d u s I n d B a n k
7 B a n k o f B a r o d a
8 Y e s B a n k
9 Punjab National Bank
1 0 C a n a r a B a n k

 Top Investment bank and financial institution in India.

N o . N a m e
1 A x i s B a n k L t d .
2 B a r c l a y s B a n k P L C
3 B N P P a r i b a s
4 C e n t r a l b a n k o f I n d i a
5 C r e d i t S u i s s e S e c u r i t i e s ( In d i a ) P v t . Lt d .
6 Deutsche Equities India Pvt. Ltd.
7 Edelweiss Financial Services Ltd.
8 H D F C B a n k L t d .
9 HSBC Securities & Capital Market (India) Pvt. Ltd.
1 0 I C I C I S e c u r i t i e s L t d .
1 1 IDBI Capital Market Services Ltd.
1 2 J P M o r g a n I n d i a P v t . L t d .
1 3 Morgan Stanley India Co. Private Ltd .
1 4 Religrare Capital Market Ltd.
1 5 S B I C a p i t a l M a r k e t L t d .
1 6 S M C C a p i t a l s L t d .

 List of Payment Banks in India that are currently active.

N o . N a m e
1 A i r t e l P a y m e n t s B a n k
2 Adit ya Birla Payments Ban k
3 I n d i a P o s t P a y m e n t s B a n k
4 F i n o P a y m e n t s B a n k
5 J i o P a y m e n t s B a n k
6 P a y t m P a y m e n t s B a n k
 Chapter: 4
Objective of the Study
Chapter: 4
Objective of the Study
In basic idea behind selecting the topic of “Employee Hiring” is to study how employees are
hired. Today organizations are coming up with the new techniques of hiring people. Hence to
study how the actual process is carried in the organization.

Research methodology

This project aims the finding out and analyzing the hiring process in the organization. The
method of approach adopted for the same, would be as follows:

1. To collect the information from the company’s database, talked with the company’s
seniors and then analyze data.

Importance and scope

1. This projects will provide a value insight to student on the topic.

2. This project will help to get the practical knowledge in employee hiring in the
organization.

3. The project will equip me for my future in H. R. M.

Limitation

1. Organization did not disclose full information.

2. Data collected in this field are not sufficient.

 Chapter: 5
Research Methodology
and Data Analysis
Chapter: 5
Research Methodology and Data Analysis
RESEARCH METHODOLOGY

I. OBJECTIVE

 The study is concerned with reference to ETHOS HR MANAGEMENT & PROJECT

PVT.LTD. The main objective of the study is to have an idea of the practical of end to
end recruitment cycle & candidate sourcing.
 To study the challenges of ETHOS HR MANAGEMENT facing in leadership hiring.
 To identify areas where the recruiter making recruiting more efficient
The study is conducted with the following objectives:
 To know the source of recruitment at various levels and various jobs.
 To critically analyze the functioning of recruitment procedures.
 To identify the probable area of improvement to make recruitment procedure more
effective.
 To know the managerial satisfaction level as well as to know the yield ratio.

II. Data Research Design

The research conducted here is of Exploratory and Descriptive in nature which structure and
identifies new problems. The objective of exploratory research and descriptive research is to
gather preliminary information.

Recruitment Process:
Looking for a good employee is as difficult as searching for a good employer. When the
recruitment process extends over the national boundaries and borders, finding the perfect
candidate are a real challenge. At Ethos they know that good quality employees that help
business grow. To ensure a streamline d process and quality service for clients, the
recruitment process is same for ever applicant they refer. This also provides the candidates
with a consistent level of exceptional service from the Ethos recruitment team.

The preferred information required for their job specification:

Qualifications /experiences required.

Role description and key responsibility.

Opportunities for career progression.

Software experience required / preferred.

Hours /days of position, additional flexibility required.

Salary expectations

Start date and /or duration of appointnent (temp positions only).

CANDIDATE REFERRAL-

Due to the company's positive reputation in the market with various clients and candidates,
some of the best candidates are referred to them by the people who have an existing and
ongoing relations hip with Ethos Recruitment. This relationship provides them access to the
candidates who may not be actively looking for new role and therefore wouldn't normally be
on the market.

DATABASE-

The company has an existing database of candidates job seekers who have registered with the
company.

 Candidate short-listing
 Skills testing- tailor made the skills testing software designed as per the requirements.
 Interview- They personally meet each applicant; determine their requirement and
suitability for available positions.

They review all currently registered applicants when a new position registered against the job
specification to determine any preliminary matches.

III. Sources of collection

 Primary Data
The method which involves, collection of data for the given subject, is directly from the real
world which is collected by the researcher himself. The data were collected through:

 Discussion among the concerned executives of the corporate.

 Interaction with the key employees of the organization.
 Interaction with candidates approach for the job profile.

 Secondary Data
The data which is collected by others is to be re-used by the researcher. Analysis prepared
from collection of various required information from:

 Internal Reports
 Training manuals
 Company presentation
 Company websites
 MIS data available from ETHOS PMO.
 Chapter: 6
Recruitment
Chapter: 6
Recruitment
RECRUITMENT BUSINESS CYCLE

The Recruitment Life Cycle describes the whole process of Recruitment done at Ethos.
Following is the brief about the Recruitment Life Cycle.

A to Z of Recruitment Lifecycle

A. Sales / Business Development: - Sales/Business Development is the activity to grow

the business through new client acquisition and through selling products or services to
existing ones. Following is the procedure of Sales/Business Development.
 Cold call to prospective client
 Give brief introduction about Ethos and tell the purpose of the call.
 Get the understanding of company in terms of sector they are working in,
products & services of the company, no. of people working in , departments,
turnover, different locations where company is operating/manufacturing etc.,
affiliates/subsidiary companies etc.
 Convince the client company to work with us
 If the client is interested, than send the profile of Ethos & Agreement to the
client company.

B. Signing of Agreement :-

If the client is ready to work with us, he signs the agreement.

C. Acquiring Requirements @ TL /SBU Head level: - TL/SBU Head get the

requirements from the client to work upon. Requirement includes the Designation, Job
Description, Salary Criteria, Location, Skill Required, Experience Required,
Educational Qualifications required for any job vacancy.

D. Distribution of Requirements by TL/SBU Head :- The TL/SBU Head distributes the

requirements among the team members and explain them the requirement & company
background (Inception of Co., main products & services, no. of employees, any
important milestone about company, major clients of company)

E. Understanding the Client: - After receiving the requirement, the recruiter will
understand the company and its background. The recruiter has to understand the
company background because...
  The candidates who will be interested for the job will ask about company and
its background which is important for the candidate.
 It is helpful to screen the CV as per the specific company type and
requirement.

Generally TL/SBU Head gives the company details or a company website to the
recruiter for this.

F. Understanding the Job Requirement :-

The job requirement basically includes following things:

 Job Description (List of Roles & Responsibilities)

 Salary Criteria
 Location
 Experience Required
 Educational Qualification required
 Skills required

If there is any clarification required or query is there, you can get it resolved by
TL/SBU Head. It is very important to understand the client and the job requirement
because the recruiter has to search the candidate on this basis of information.

G. Sourcing of Candidates:-“Sourcing” is the process of searching the CVs of the

candidates whose work experience, educational qualification, skills, job responsibilities
handled, salary range, location etc. matched with the job requirement of client.
These types of relevant CVs are searched through Job Portals. For searching and saving
the CVs from various job portals and maintaining the records, special recruitment software is
used called “Talent Now”.

H. 1st level screening:-“Screening” is the process of checking whether the candidate is

having the required experience, educational qualification, skills, job responsibilities
handled etc. The objective is to locate the most qualified candidates for an open job.

The act of screening a resume may generally be divided into three steps, the first pass
or scanning for keywords, the second pass which includes reading the resume to
evaluate the candidate against the job requirements and the final pass, a full review of
the resume including a subjective qualitative review of the candidate’s job history.
Each step requires a more detailed review of the resume.

I. Sharing profiles to TL for 2nd level screening:-From the first level screening, the
relevant resumes are shred with the TL. The TL will now screen the resumes to check
whether the resumes are as per clients’ requirement or not.
This second level screening is performed because the TL has the more specific and in-
depth view of the requirement in terms of stability required, industry-wise experience,
 product-wise experience, Age criteria etc. So, the TL filters more specific resumes at
second level screening.

J. Sharing shortlisted profiles after 2nd level screening to Client by TL:-The TL shares
the profiles to the client after the second level screening.

K. Feedback received by TL of shared profiles:-The client checks the resumes and

decides which resumes are as per the requirement. The client sends the feedback to TL
about the resumes in which the client has mentioned which resumes are suitable and
which resumes are not.

L. Communication by TL to Concerned Recruiter about feedback:-TL will

communicate the concerned recruiter about the feedback that which resumes are
shortlisted by client so that recruiter can arrange interviews for the same.

M. Arranging meetings of shortlisted candidates as per client requirement:-The

recruiter has to speak to the candidate whose resume has been shortlisted by the client.

Here, the recruiter asks the candidate about his availability for the
personal/telephonic/skype interview during the day/time the client has given.
After fixing the day/time for personal/telephonic/skype interview, the recruiter sends
the mail of interview schedule to the candidate in which the details like day, time,
interview venue, name of the concerned person etc. are mentioned.

N. Sharing schedule to TL:-The recruiter prepares the consolidated interview schedule of

all the shortlisted candidates and sends to the TL.

O. TL to sharing schedule to Client:-TL sends the interview schedule with to the client.

P. Follow-up / Remind candidate on day prior and interview day :-

The candidates whose interviews have been scheduled are given a reminder call on
day prior to the interview and on the day of the interview scheduled.

Q. Ensure candidate recaches.

R. reaches @ venue at least 15 minutes prior of meeting :-The recruiter has to give a
follow up call to the candidate to ensure that he has reached at the interview venue
because sometimes candidate finds it difficult to find the location of interview venue. In
such situation, the recruiter guides him to reach the location of interview venue.

S. Feedback about the candidates interviewed by Client to TL:-The client shares the
feedback about the candidates he has interviewed. It contains the details of candidates
 who are shortlisted for the further rounds of interview/offered/selected/put on hold by
the client.

T. Communication by TL to Concerned Recruiter about feedback :-

TL shares above feedback to the recruiter for further process of scheduling next
rounds of interviews/offer/selection/rejection.

U. Communication by the recruiter to candidates rejected:-In case of the rejected

candidates, the recruiter intimates the candidates about his rejection via mail and
thanking him for attending the interview.

V. If selected, arrange 2nd Round of Interview if required:-In case of the candidates

who are shortlisted for the next round of interviews, the recruiter speaks to them for
further interview/meeting and fixes the schedule for the same.

W. If no 2nd Round of Interview required ensure candidate receives the offer /

appointment letter:-If there is no need to arrange further interviews as per the client,
the candidate is given the offer/appointment letter in which all the terms of employment
(Salary, place of work, allowances, incentive schemes if any, probation period if any)
are mentioned.

X. Acceptance/Rejection of Offer by the candidate:-If the candidate accepts the offer,

than further procedure of documentation are communicated to him.

But if the candidate rejects the offer, the recruiter has to speak to him to know the
reason of rejection of offer. If necessary, the negotiation of salary or other terms of
employments are discussed with the candidate and

Y. Ensure candidate accepts offer / appointment letter:-If the candidate accepts the
offer, the recruiter has to confirm whether he has received the offer/appointment letter
from the client or not.

Z. Be in touch with candidate till he / she join the organization:-The recruiter has to be
in touch with the candidate till he joins the organization. During this time, the recruiter
has to make sure that the doubts/queries of candidate are resolved.

AA. Handhold candidate till next 3 months of his / her joining:-After the candidate
joins the organization, till next three months, the recruiter has to speak to candidate at
regular interval of time (generally every fifteen days) to ensure that the candidate is
satisfied with the roles & responsibilities given, working condition, work culture and
environment etc.
JOB PORTAL USED :: NAUKRI.COM , MONSTER

JOB PROFILE:

Position: Business development Executive/Business Development Management

Experience: 0.6 to 5

Job description:

Roles:

 To acquire New to Bank Customers and pursue new business relationships.

 To reach out to High Net - worth individuals
 To increase the customer base by developing business relationships with existing
customers.
 Acquire new business by selling Banking products like Savings Account, Current Account,
Cross selling Wealth & Asset products.
 New customers from open market by travelling within the local area/branch allotted.

Skills:

 Candidates from other industries having flair for open market sales are welcome.
 At lest Minimum 6 moth experience in any sales.

Education qualification: Any graduate, post graduate

Notice period : 3 month

Location: Ahmedabad, Baroda, Surat, Vapi, Valsad

Position: Associate service delivery Manager- Entry level position Inputer/Service Delivery
Manager - Authorizer

Experience: 1 to 5 year

Job description:

Roles:

 Its sales:operation profile 60:40 Percent ratio.

 Acquisitions new clients to bank, and family account existing clients.
 Main product CASA And cross selling of product is TPP.
 Understanding of different Process (such as account opening, KYC Process, RTGS,
NEFT, Banking Operation)
 Authorization & Audit Checks for all operation transactions.

Skills:

 The person who can handle all type of banking operations.

Education qualification: Master in Business Administration

Notice period : 3 month

Location: Ahmedabad, Baroda, Surat, Vapi, Valsad

Position: Key Account Manager

Experience: 1 to 5 year

Job description:

 Handling sales of CASA products, Mutual Funds, Life Insurance, Health Insurance,
PMS, Credit/Debit Card, Home Loan and LAP.
 Responsible for end to end customer service for mapped clients.
 Source new to bank accounts to build Bank Book
 Deepening family household penetration
 Cross sell financial products to customers.
 Inform customers about new products or products enhancements to further
 expand the banking relationship.
 Maintain complete relationship record for assigned customers account.
 Meeting and engaging with mapped clients to deepen banking relationship.

 Education qualification: Master in Business Administration

 Notice period : 3 month
 Location: Ahmedabad, Baroda
Position: Relationship officer

Experience: 0.6 to 1 year

Job description:

• To acquire New to Bank Customers and pursue new business relationships.

• To increase the customer base by developing business relationships with existing customers.

• Acquire new business by selling Banking products like Savings Account, Current Account, Cross selling
TPP & Asset products.

• New customers from open market by travelling within the local area/branch allotted.

 Education qualification: Any graduate, post graduate

 Notice period : 3 month
 Location: Ahmedabad, Baroda, Surat, Vapi, Valsad
Position: Branch credit manager/credit manager

Experience: 2 year

Job description:

 Credit management of Business Loan/SME.

 Good knowledge sanctioning of Business Loan/SME.
 Good knowledge of personal discussion.
 Credit appraisal of company products analysis & verification of ‘credit
worthiness’ of customers through field investigation .
 Oversee the under writing of the loans.
 Handling sension authority.
 Co-ordinate with the recoveries team and generate business insights.

 Education qualification: MBA / post graduate in Finance

 Notice period : 3 month
 Location: Mehsana
Position: Case Manager

Experience: 1 to 6 year

Job description:

 Case manager are at the company operations and improve patient care in
cancer.
 Educate the patient on offerings of company in-bound sales to drive
conversions from leads.
 Customer interaction and correspondence patient medical data collection.
 Collaborate across teams to ensure quality and coordinate care delivery.
 Working with the tech/product team to qptimize operations.
 Identify key areas of improvement in patient facing operations of the
company and proposing strategies to enable.

 Education qualification: Any graduate, post graduate

 Notice period : 1 month
 Location: Bangaluru
Chapter: 7
Finding and
Conclusion
Chapter: 7
Finding and Conclusion
FINDING

• According to the survey, Recruitment differs from company to company for each category.

• According to the survey, the company do utilize internet sites for the recruitment process and for
the finding the talent candidate.

• According to survey it is observed that the company is utilizing the job description in order to
make screening process more efficient.

CONCLUSION

LINKEDIN

 In LinkedIn , number of candidate does not show in their profile so it becomes hard to contact
them.
 It is most difficult and long process for getting candidates from this portal.

NAUKRI,MONSTER

 From the survey recruiter analyze that most of candidates are not responding.
 It is more difficult to get candidate for every profile in leadership hiring.
 According to the survey ratio of candidates goes less one by one step like recruitment yield
pyramid.
 To some extent a clear picture of the required candidate should be made in order to
search for appropriate.